Gender and bonus pay report

Foreword

By Heidi Fraser-Krauss, chief executive, Jisc

I’m proud of the continued focus we have placed on reducing our gender pay gaps, although this year’s results show a small, but disappointing increase. After three consecutive years of improvement, both our median and mean pay gaps have risen slightly in 2025. I acknowledge there is still much more to do.

Our median pay gap has increased from 15% to 15.5%, and our mean pay gap has risen from 12.4% to 13.2%. These movements reflect the ongoing imbalance in our upper and upper‑middle pay quartiles. While our most senior roles remain gender balanced, slower recruitment this year has limited opportunities to further increase representation of women at upper-middle levels.

Our median bonus gap remains at 0%, supported by a company‑wide performance award. The mean bonus gap has, however, increased from 11.1% to 14.3%. We will continue to ensure that any future commission scheme reviews take full account of gender pay implications, and that our roles which pay commission are attractive to women.

We remain deeply committed to retaining and progressing the talented women already within Jisc, as well as providing equitable opportunities for those wishing to join us. Over the past year, we have strengthened support for hiring managers and reviewed key recruitment processes to promote fairness and long‑term equity. Colleague feedback continues to highlight the importance of hybrid-working and flexibility, even more so when balancing work with caring and/or parental roles.

We continue with our mission of eradicating the gender pay gap. You can read about what we are committed to undertaking over the next year in our report.

I am pleased to publish our report and confirm that our data is accurate at the time of publishing and signed and authorised by me, Heidi Fraser-Krauss.